Training Need Assessment : a Critical Study

Meeting the many requirements of clients, fellow associates and society has become a requirement for organizational success (Popcorn, 1991; Kaufman, 1998). In response of this increasing demand of both internal and external clients “need assessments” have become a mainstay in organizational management of recent years. With a history that can be traced in part back to 1952 (Moore and Dutton, 1978), the needs assessment process has become integral part of many organizations. Private and public sector organizations alike are making great strides at identifying and prioritizing performance problems, intervention requests and/or resource requirement as well possible organizational contributes. Training needs assessment is recognized as the first step in any Human Resource Development intervention (Leigh, et al., 2000). However, Desimone, et al., (2002) contested that in analysing HRD needs, four levels of needs has to be analysed. They include assessing the needs of the organisation, individual employees’ skills, knowledge and attitudes, and their functional responsibilities as well as departments’ needs.